by Dr. Yves Klinger (Spokesperson WG Advocacy)

In July 2025, the German Council of Science and Humanities (Wissenschaftsrat) published a position paper calling for a transformation of academic career structures in Germany. The proposal generated significant attention and debate across the German higher education landscape. Now, five months later, the English translation of the position paper is available, making this important document accessible to the international research community. For those who want to revisit or share the key arguments with international colleagues, here is what you need to know:

The S1 to S4 Career Model

As we detailed in our August blog post, the Wissenschaftsrat proposes a new career framework with four categories (S1-S4) designed to create more transparent pathways, increase the number of permanent positions, and make German academia more competitive internationally. The paper emphasizes that not every academic career needs to end in a professorship, and calls for attractive, permanent positions at the S3 level for established researchers who take on long-term responsibilities in teaching, research infrastructure, or science management. The proposal also recommends strengthening or introducing department structures to replace the traditional German "Lehrstuhl" system, aiming for more collaborative and transparent working environments with shared positions and decision-making, e.g. when hiring staff.

Since its publication, the Wissenschaftsrat’s position paper has sparked discussions among stakeholders in German academia. While there is consensus that reform is needed, responses were mixed. For instance, the German University Association (Deutscher Hochschulverband, DHV) welcomed the proposal, particularly its call to distinguish more clearly between qualification and permanent tasks, as the current system of short-term contracts, frequent relocations, and precarious employment conditions is driving talent away from German academia. Despite the positive reception, the DHV expressed skepticism about the proposed department structures, arguing that autonomy and independence could also be achieved through modernized professorial chair structures. The response from postdoc advocacy groups and academic middle-tier networks has been even more critical. The Network for Good Work in Academia (Netzwerk für Gute Arbeit in der Wissenschaft) acknowledged the symbolic importance of the Wissenschaftsrat calling for permanent positions for postdocs but criticized that the model still includes a two-stage "probation" period after the PhD (S2 and S3), with only S3 positions potentially leading to permanent employment. The network argues that the doctorate should already qualify researchers for independent scientific work, making additional probation phases counterproductive. Another concern is that new job categories may simply relabel precarious practices without solving underlying structural problems, as endless "qualification loops" keep researchers in temporary positions well into their 40s whereas the S2 orientation phase (2-3 years) would create another barrier rather than a solution.

What’s next?

Multiple stakeholders have emphasized that without an overhaul of the Wissenschaftszeitvertragsgesetz (WissZeitVG, the German Academic Fixed-Term Contracts Act) and increased funding for universities, even well-intentioned reforms remain symbolic. Further, it must be emphasized that the Wissenschaftsrat’s position paper is a recommendation, not a binding policy. Implementation depends on coordinated action from federal and state governments, individual universities, and other research institutions. While some federal states like Saxony are implementing reforms by creating additional permanent positions and new personnel categories through its 2023 higher education law, others are moving backward: Hesse's “Hochschulpakt” 2026-2031 cuts 30 million euros in 2026, with universities projecting a cumulative one billion euro deficit by 2031. Such budget cuts directly contradict the proposed reforms by making these changes unachievable and worsening conditions for early-career researchers in the years to come.

Overall, the English translation is an important step to debate potential reforms with international researchers. As our August analysis noted, the critical question remains: will this proposal lead to lasting change, or become another missed opportunity?

Access the Document

• English translation of the position paper: Personnel structures in the German academic system